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In the today’s competitive environment, employee retention is a challenge faced by many industries. This work aims to identify the factors that influence employee retention. This is done using employees’ feedback and various computational techniques. A survey is conducted within multiple sectors to collect data. The questionnaire is divided into tw...
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... In this paper, we aim to delve into the intricate landscape of turnover within the IT industry, focusing on renowned companies such as Tata Consultancy Services Limited, Tech Mahindra, Wipro Tech Limited, Infosys, C-DOT, ITI, Rail TEL, and MTNL. The IT industry stands at the forefront of global economic transformation, acting as a key driver in shaping the digital landscape [8], [19], [21]. Characterized by rapid technological advancements, dynamic market conditions, and intense competition, this sector poses unique challenges and opportunities for both employees and employers [13]. ...
This study explores the factors determining the employee turnover in the Information Technology (IT) industry, with a focus on major companies like Tata Consultancy Services Limited, Tech Mahindra, Wipro Tech Limited, Infosys, C-DOT, ITI, Rail TEL, and MTNL. The diverse 452 sample respondents, representing various demographics and organizational roles, provide valuable insights into turnover dynamics through questionnaire survey. Key findings reveal the paramount influence of Individual job satisfaction, emphasizing the need to prioritize employee well-being, career growth opportunities, and competitive compensation. Organizational Factors, including performance evaluation and leadership style, also play crucial roles. Hypothesis testing suggests a uniformity in turn over factors across the studied companies. The study highlights the importance of addressing personal, external, job-related, organizational, and social and environmental responsibility factors for effective retention strategies.
... Scholars presented several factors influencing employee retention such as job satisfaction, organizational trust, supportive organizational culture, excellent leaders' performance, and job engagement (Moreno et al. 2022), organizational commitment, working environment, income, reward and recognition, and supervisor support (Halim et al. 2020). ...
... A supportive working environment increases organizational trust which eventually leads to enhancing employee retention (Xuecheng et al. 2022). Research has also shown a positive relationship between a supportive working environment and employee retention (Halim et al. 2020;Naz et al. 2020;Wu et al. 2020;Xuecheng et al. 2022). Guided by the previous discussions, this research intends to test the following hypothesis: ...
... There is a great consensus on the positive influence of a supportive work environment on employee retention (Frye et al. 2020;Halim et al. 2020;Naz et al. 2020;Wu et al. 2020;Xuecheng et al. 2022). Chinese Gen Z put a great emphasis on the working environment, training systems, and learning opportunities when selecting their career paths (Yang et al. 2020). ...
Employee retention has attracted the attention of both scholars and practitioners, especially with the gradual entry of Gen Z employees into the workplace. HRM literature indicates that the employee retention research stream in the context of Gen Z employees requires further development. Based on an exploratory study, this research has identified four HRM practices influencing the retention of Gen Z employees: supportive working environment, pay, training and development, and role clarity. An empirical investigation using 529 questionnaires was used to examine the impact of these HRM practices on retaining Gen Z employees with an emphasis on the moderating role of employee gender. The findings of PLS-SEM showed that the four HRM practices have a significant effect on employee retention. The multi-group PLS analysis revealed that a supportive working environment and training and development practices are more important for female employees, whereas pay and role clarity had a salient impact on retaining male employees. Based on the empirical findings, HR managers may devise suitable intervention mechanisms to encourage the retention of Gen Z employees through maintaining a supportive work environment, providing fair and competitive pay, providing effective training and development, and clarifying job duties and responsibilities.
... Se realizó este estudio con un enfoque cuantitativo, y se obtuvo la información entre mujeres y hombres. Los datos obtenidos se examinaron estadísticamente con el propósito de confirmar las teorías y determinar cómo influyen los factores del salario emocional en la atención del personal (Creswell, 1994;Zahid, Muhammad, Cedric & Ahsan, 2020) Se trata de un enfoque descriptivo, correlacional y explicativo, el diseño de este estudio no es experimental de tipo transversal, ya que se lleva a cabo en una medición única de la variable retención del talento y las variables independientes. Se empleó la técnica de recolección de datos en campo y el instrumento a través del cual se obtuvo la información fue un cuestionario de tipo Likert. ...
El entorno actual ha cambiado, hace algunos años la base para retener al talento era el salario económico, esto implica elementos diferentes a la retribución monetaria, entre ellos el salario emocional, así que lograr que un trabajador permanezca en su puesto se debe cuidar tanto el ámbito personal, el familiar y el aboral lo cual se ha convertido en el principal reto de las organizaciones (Rodríguez y Pérez, 2020; Espinoza y Toscano, 2020). El objetivo de esta investigación es determinar los factores del salario emocional que impactan la retención del talento entre hombres y mujeres del Área Metropolitana de Monterrey, Nuevo León. Se encuestaron a 151 personas de las cuales 76 fueron mujeres y 75 hombres con edades entre los 23 y 57, Este estudio es de tipo descriptivo, correlacional y explicativo, es de alcance descriptivo. Los resultados obtenidos muestran que tanto para las mujeres y los hombres que para retenerlos es importante el sentido de pertenencia, el ambiente laboral, pero existe una diferencia entre ambos, y es que a las mujeres les impacta más la flexibilidad de horario en tanto a los hombres el equilibrio entre la vida personal y laboral para permanecer en sus puestos.
... This causes people from every corner of the world to work at any of their desired companies (Collings et al., 2022). Today, companies are competing not only for customers but also for talented employees (Halim et al., 2020). Thus, losing a resourceful human talent can have a devastating effect on companies. ...
Talented employees are a source of competitive advantage for companies in today’s competitive world. Retaining them has been a challenge for most organisations. The objective of this study is to understand the challenges of retaining talented employees, by reviewing the relevant literature on talent retention. The study identifies that career growth, workplace well-being, competition within the industry, globalisation and the new employment landscape are the challenges of talent retention. This study will help organisations to understand the challenges, which will then guide them in having the right solutions to solving this issue, especially in today’s highly competitive environment and the new employment landscape.
... The HRM department needs to address why people want to leave their employment, develop organisational policies to alleviate this, as well as implement strategies to retain their existing talent (Kossivi, Xu, & Kalgora, 2016). Previous studies (e.g., Halim, Waqas, Edwin, & Shah, 2020;Jiru & Tadesse, 2019;Khalid & Nawab, 2018) have investigated employee retention strategies within organisations. These studies have supported the argument that retention strategies aim to reduce turnover rates, and not foster or nurture them. ...
Orientation: Employee retention is critical to any organisation’s revenue, stability and growth. Through an appropriately implemented employee retention strategy, organisations can reduce employee turnover and its associated high costs.
Research purpose: The objective was to assess the relationship between five human resource management practices and employee retention within a South African organisation. These five practices are career development, working environment, work-life balance, compensation, and employee engagement.
Motivation for the study: The motivation for this study is the need to establish the appropriateness of employee retention strategies employed by organisations. Managers need to know if the employee retention mechanisms they have in place enhance the human capital capacity and performance.
Research design, approach, and method: A quantitative approach was used, using a convenience sample (n = 288) of employees from a state-owned employer. These employees completed an online structured survey. Data analysis was done through the Pearson Product Moment Correlation technique and Multiple Regression analysis.
Main findings: Statistically significant relationships were found between four practices and employee retention. The practices of working environment, work-life balance, compensation, and employee engagement positively influenced employee retention.
Practical/managerial implications: The findings and recommendations made can practically guide managers and human resource practitioners in their design of employee retention policies and strategies. By using appropriate human resource management practices, employers are more likely to improve employee retention.
Keywords: employee retention; human resource management practices, talent management
... The next concept is focused on retention. Retention on the other hand according to Halim, et al. [36] will sustain individuals' knowledge, lessen cost of employment replacement, and maintain competitive advantage which reflects the industry or the company's productivity. Turnover in this case is not referring to employees leaving in the university but rather the rotation or changing the assignments of the personnel involved in the partnership engagement. ...
Higher education is a window for people to gain knowledge and skills. People who step out in higher academic learning are expected to be equipped with competencies needed in the different job sites. Therefore, the responsibility of every institution to seek alternatives to further enhance academic opportunities. The main objective of this study was to develop an academic-industry partnership (AIP) framework for the Mariano Marcos State University (MMSU). A qualitative research design was utilized in exploring the partnership engagement of the different colleges of the university. Interviews inquiring about participants' lived experiences were purposively selected for a grounded-theory analysis following the thematic coding process. The coding was further subjected to a triangulation for purposes of validating the data from various sources. The study revealed that the AIP is focused on the areas of instruction, research and production, and research and extension. This leads to the creation of the AIP framework which can contribute to the development of AIP policy of the MMSU and other higher education institutions.
... In addition to this, the human experts can utilize the proposed approach for other assessment purposes. Past works like, [13,25,36] address the issue of human personality in the context of multimedia, however, the aspect of personality prediction [23] based on the choice of images made by a person is yet to be explored. The present work fill-in this gap in the literature. ...
... Research community over the past few years has examined the importance of these tests and analyzing personality characteristics for the purpose of personnel selection, on job performance, and organizational commitment [32,65]. Past studies have also examined the impact of faking personality among the job applicants while taking hiring decisions [8], and to analyze job satisfaction of the employees [25]. Moreover, a previous study has examined personality traits for predicting students' academic performance [18]. ...
Studying multiple human personality traits utilizing modern Artificial Intelligence (AI) techniques has recently gained popularity. Past studies regarding human personality assessment have used paper pencil methods, self-reports, and questionnaires. Due to the proliferation of various technologies, advancement in the Internet and use of social media networks , the concept of utilizing images, text, and videos to model human personality is gaining popularity. This work utilizes an AI-based framework to predict human personality with respect to the Big-Five model based on the choice of images made in a real-world setting. For this, the current proposal uses a dataset of real-life images that are directly/ indirectly related to positive and negative sides of each of the Big-Five personality traits. Using different image seeking tasks, a data is collected from 77 participants through a custom-built tool. For creating the ground truth (about the personality of these participants), the IPIP-NEO-120 (International Personality Item Pool Representation of the NEO) personality test is taken by the participants. Results recorded are later used to correlate with the trait percentile extracted through image selection tasks. Pearson correlation coefficient is used for computing the correlation between the personality profiles of the participants. The correlation test reveals that 82% of the results are positively correlated with a p-value of 0.02. Using this data, three AI classifiers, namely, Support Vector Machine (SVM), k-nearest neighbors (k-NN), and Artificial Neural Networks (ANN) are trained for predicting the personality traits of the participants. Initially, these classifiers are trained to categorize a person being high, average, low or very low in a personality trait. Where, the maximum average accuracy of 83% is achieved by SVM for predicting agreeableness utilizing the polynomial kernel having degree six. Later, these classifiers are trained to predict the dominant personality trait, for which five class labels (i.e., O, C, E, A, and N) are assigned based on the highest percentile among all five traits. Where, SVM outperforms k-NN and ANN with an average accuracy of 70%. The results reveal that different aspects of human personality can be predicted with sufficient accuracy using an individual's choice of images in a real-world setting.
